PRB 2016 - VOLUME 2 (PART1)

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach Management36.47 Representations received in the context of this Report are as follows: review of allowances; payment of risk allowance and provision of protective equipment, transport facilities, meal facilities as well as retention allowance, to cater for the specific conditions of work including the different demand placed on the officers.36.48 During consultation, Management was requested to submit additional information regarding the allowances being paid and to confirm the maintenance of the existing work arrangement at the Centre. As regards provision of protective equipment, Management was advised to channel their request to the Standing Committee on Uniforms at the Ministry of Civil Service and Administrative Reforms. Additionally, explanations were given in respect of submissions pertaining to Conditions of Service. In reply to the demand for risk allowance, it was highlighted that appropriate recommendation would be made for organisations to carry out a Risk Assessment Exercise as per provision of paragraph 18.15.23 of Volume 1 of this Report.36.49 For inadequacy of information on the allowances, the Bureau is unable to make any recommendation thereon. However, the request for payment of these allowances, if justified, would be considered by the Bureau on an ad hoc basis.36.50 The present organisation structure is being maintained. MINISTRY OF ENVIRONMENT AND SUSTAINABLE DEVELOPMENT, DISASTER AND BEACH MANAGEMENT SALARY SCHEDULESalary Code Salary Scale and Grade02 000 108 Rs 152000 Senior Chief Executive02 000 106 Rs 122000 Permanent Secretary26 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Project Manager26 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Deputy Project ManagerPay Review 2016 ~692~

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade26 059 081 Rs 29400 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Project Officer26 061 076 Rs 30950 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 Chief Inspector26 056 072 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 42325 Senior Inspector26 048 067 Rs 21475 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 36200 Inspector24 027 056 Rs 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x24 030 054 475 – 21950 x 625 – 23200 x 775 – 27075 Leading Hand/Senior Leading Hand formerly Leading Hand Senior Leading Hand Rs 14875 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 25525 Driver, Mechanical Unit25 023 052 Rs 13010 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 23975 Cabinet Maker Carpenter Mason Painter Welder General Assistant25 016 042 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18825 Tradesman’s Assistant24 017 043 Rs 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19200 Handy Worker (Special Class) ~693~ Pay Review 2016

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade24 015 041 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18450 Handy Worker24 016 043 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19200 Stores Attendant24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 019 045 Rs 11970 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x24 018 044 375 – 19575 x 475 – 20050 Gardener/Nursery Attendant Office Helper (Ex-SPI) Rs 11710 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 Security Guard24 001 038 Rs 7800 x 200 – 8000 x 205 – 8820 x 230 – 10200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17375 General Worker General Worker/Helper (Ex-SPI) DEPARTMENT OF ENVIRONMENT19 000 102 Rs 110000 Director of Environment19 085 095 Rs 62950 x 1850 – 68500 x 1950 – 74350 x 2825 – 80000 x 3000 – 86000 Deputy Director of Environment19 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Divisional Environment Officer Divisional Scientific Officer (Environment)Pay Review 2016 ~694~

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade19 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Senior Scientific Officer (Environment) (New Grade)19 055 085 Rs 26300 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Environment Officer/Senior Environment Officer formerly Environment Officer19 055 081 Rs 26300 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Scientific Officer (Environment)19 033 065 Rs 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 34350 Environment Enforcement Officer (Personal)24 040 061 Rs 18075 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 30950 Senior Laboratory Auxiliary (New Grade)24 023 056 Rs 13010 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 27075 Laboratory Auxiliary formerly Laboratory Attendant24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 019 045 Rs 11970 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 20050 Resource Centre Attendant SOLID WASTE MANAGEMENT DIVISION26 000 100 Rs 101000 Director, Solid Waste Management Division ~695~ Pay Review 2016

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade26 085 095 Rs 62950 x 1850 – 68500 x 1950 – 74350 x 2825 – 80000 x 3000 – 86000 Deputy Director, Solid Waste Management Division26 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Principal Project Officer26 055 085 Rs 26300 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Project Officer/Senior Project Officer (Solid Waste Management Division)26 044 072 Rs 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 42325 Technical Officer18 062 079 Rs 31725 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 53200 Principal Technical Enforcement Officer18 058 074 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 4537518 044 071 Senior Technical Enforcement Officer26 048 067 Rs 19575 x 475 –21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 Technical Enforcement Officer Rs 21475 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 36200 Inspector26 029 062 Rs 14600 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 31725 Assistant Inspector of Works25 041 060 Rs 18450 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 30175 ForemanPay Review 2016 ~696~

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade24 030 054 Rs 14875 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 25525 Driver (Mechanical Unit)25 023 052 Rs 13010 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 23975 Cabinet Maker Carpenter Electrician Mason Painter Plumber and Pipe Fitter Welder General Assistant24 027 056 Rs 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 27075 Leading Hand/Senior Leading Hand24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 022 047 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21000 Plant and Equipment Operator24 019 045 Rs 11970 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 20050 Gardener/Nursery Attendant24 018 044 Rs 11710 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 Security Guard25 016 042 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18825 Tradesman`s Assistant ~697~ Pay Review 2016

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade24 015 041 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18450 Handy Worker24 015 040 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18075 Lorry Loader24 001 038 Rs 7800 x 200 – 8000 x 205 – 8820 x 230 – 10200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17375 General Worker NATIONAL DISASTER RISK REDUCTION AND MANAGEMENT CENTRE02 000 105 Rs 119000 Director General02 086 095 Rs 64800 x 1850 – 68500 x 1950 – 74350 x 2825 – 80000 x 3000 – 86000 Director Preparedness Director Recovery Director Response02 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Coordinator for Community Mobilisation and Local Community Support, Preparedness Team10 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Education and Training Coordinator Information and Communication Manager (Response Team)02 054 081 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Disaster Monitoring Officer04 055 081 Rs 26300 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 ICT Specialist (Response)Pay Review 2016 ~698~

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementSalary Code Salary Scale and Grade01 054 081 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Recovery Programme Officer (Economics)19 054 081 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Recovery Programme Officer (Engineering) ************** ~699~ Pay Review 2016

Civil Service Ministry of Environment, Sustainable Development, Disaster and Beach ManagementPay Review 2016 ~700~

Civil Service Ministry of Civil Service and Administrative Reforms37. MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS37.1 The Ministry of Civil Service and Administrative Reforms (MCSAR) is the central coordinating body/institution in the public service. Its vision is to have a professional public service committed to excellence. In this context, it aims at instilling a culture of excellence by being a driver and facilitator of change and innovation, spearheading administrative reforms to enable the delivery of timely and quality services and facilitating the continuous professional development and growth of human resources in the civil service, among others.37.2 Some of the core functions of the Ministry pertain to training, conduct of human resource matters, welfare of officers, initiating reforms and ensuring compliance with Occupational Health and Safety Act. These activities are carried out through five divisions/units namely the Administration and Human Resource Management Division, the Civil Service policy and Management Unit, the Human Resource Development Division, the Occupational Safety and Health Division and the Administrative Reforms Unit. Besides its core functions, the MCSAR also runs the Civil Service Library for the benefit of Public Officers and has under its aegis the Public Officers’ Welfare Council which caters for the welfare of officers.37.3 With a view to improving service delivery, the MCSAR regularly embarks on reform initiatives geared towards bringing significant changes in the Public Service. Among the major recent initiatives are PMS, HRMIS, Public Service Excellence Award and Mystery Shopping. The theme of this Report which is the “transformation of the Public Sector for an enhanced service delivery to meet citizens, non citizens and other stakeholders’ needs” calls for the alignment of resources of the six main institutions where the role of the MCSAR in matters relating to reforms in the Public Sector would become even more pivotal.37.4 The Senior Chief Executive is the Responsible and Accounting Officer of the Ministry. He is assisted in his tasks by officers of the administrative cadre, Human resource cadre, Occupational Safety and Health Officer Cadre and other supporting Officers. He is also the Responsible Officer for officers of the general services and Office Care Attendant cadre who are posted to various Ministries and Departments.37.5 For this review, the main representations received relate to the creation of levels, merging of grades, review of qualification requirements, Award courses for the general services grades, adjustment of salaries and re-establishing the grade of Senior Human Resource Executive which was restored in the EOAC Report but granted a personal salary.37.6 The present structures of the different cadres falling under the MCSAR are adequate to enable the Ministry to deliver on its mandate. Nonetheless, after a thorough examination of the submissions, we are providing for a new level of Senior Human Resource Executive taking into consideration the need for supervision for effective service delivery. For those Clerical Officer/Higher Clerical Officers and Special ~701~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative Reforms Clerical Officers, who, prior to this Report, have not been granted the option to join the grade of Management Support Officer, we are giving them the opportunity to opt to join the said grade.HUMAN RESOURCE MANAGEMENT CADRE37.7 Officers of the Human Resource Management cadre are involved in the conduct of duties relating to recruitment and staffing, discipline, human resource planning, retirement and retirement benefits, among others. The cadre consists of a six level structure and is headed by the Director, Human Resource Management.37.8 In the 2013 PRB Report, the HR Cadre underwent certain changes in favour of delayering, to the agreement of both Management and the staff side. However, the EOAC Report contained certain recommendations which were strongly contested and viewed as anomalous. These alleged anomalies have set the scene for the Human Resource Executives to make their representations in the context of the present Report.Human Resource Executive37.9 Human Resource Executives possessing a Diploma in Human Resource Management or a Diploma with Human Resource Management as a major component are allowed to move incrementally in the Master Salary Scale up to salary point Rs 39275 provided they have drawn the top salary for a year and met the performance criteria. We are maintaining this recommendation and providing the salary point in accordance with the new salary scale.Recommendation 137.10 We recommend that incumbents in the grade of Human Resource Executive possessing the Diploma in Human Resource Management or a Diploma with HRM as a major Component or an equivalent qualification should be allowed to move incrementally in the Master Salary Scale up to salary point Rs 42325 provided that they: (i) have drawn the top salary for a year; (ii) have been efficient and effective in their performance during the preceding year; and (iii) are not under report.Senior Human Resource Executive (New Grade)37.11 The grades of Human Resource Officer and Senior Human Resource Officer were merged and restyled Human Resource Officer/Senior Human Resource Officer in the 2013 PRB Report. According to the EOAC Report, there was need to re-introduce a supervisory level to exercise discipline, control and accountability. Consequently it recommended that the grade of Human Resource Officer be restyled Human Resource Executive while that of Senior Human Resource Officer be restyled Senior Human Resource Executive (Personal).Pay Review 2016 ~702~

Civil Service Ministry of Civil Service and Administrative Reforms37.12 During the consultative meetings held in the context of this review, both Management and the Staff side have impressed upon the fact that there is incongruity between the justifications provided by the EOAC Report for re-establishing the grade of Senior Human Resource Executive and its recommendation for the grade to be made evanescent. They have also stressed on the fact that should the supervisory level be eliminated, problems of supervision would definitely arise, particularly in units/departments where officers belonging to the two distinct grades (Human Resource Executive and Senior Human Resource Executive) used to be posted.37.13 We have carried out an in depth study of the whole issue particularly as it may have repercussion across the Public Sector. It should be noted that with EOAC, the grade of Human Resource Officer restyled Human Resource Executive (HRE) was dissociated from the grade of Senior Human Resource Officer restyled Senior Human Resource Executive (SHRE). However, the HRE was granted a top salary which was in fact that of the SHRE. On the other hand, the SHRE was granted an unexplained massive upgrading causing many relativities to be disturbed and triggering claims for parity of treatment from comparable grades. Taking into consideration that there is need for supervision for effective service delivery on one hand and on the other the constraints described above, we are providing for a grade of Senior Human Resource Executive with an appropriate salary scale in the circumstances.Recommendation 237.14 We recommend the creation of a grade of Senior Human Resource Executive. Appointment thereto should be made by promotion, on the basis of experience and merit, of officers in the grade of Human Resource Executive who reckon at least three years’ service in a substantive capacity in the grade and who possess a Diploma in Human Resource Management or Personnel Management or a Diploma with Personnel Management/ Human Resource Management as a major component.37.15 Incumbent would be required to, inter-alia, advise on the interpretation of rules and regulations pertaining to human resource management and implementation of human resource policies; supervise and co-ordinate the activities of the Human Resource Division in a Ministry/Department; carry out human resource planning to determine the number of staff and skill levels required; carry out training needs assessment and assist in the mounting of appropriate training courses and supervise and provide proper guidance and coaching to junior staff.Assistant Manager, Human Resources37.16 In the EOAC Report, recommendation was made for the grade of Assistant Manager, Human Resources, as from 01 July 2013, to be filled by promotion, on the basis of experience and merit, of officers in the grades of Senior Human Resource Executive (Personal) and Human Resource Executive possessing a Degree in Human Resource Management or a Degree with Human Resource Management as a major component or an equivalent qualification and reckoning at least six years’ service in ~703~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative Reforms a substantive capacity in the grade or an aggregate of at least six years’ service in the Human Resource Management Cadre. Recommendation was also made for the MCSAR to design a sponsorship scheme to enable officers in these grades to follow the BSC course in HRM.37.17 However, with the creation of the grade of Senior Human Resource Executive, the entry requirements for the grade of Assistant Manager, Human Resources have changed. There is, therefore, need to bring consequential changes to the scheme of service of the grade. A job re-evaluation exercise of the grade of Assistant Manager, Human Resources has also been carried out and the duties performed by incumbents as per information provided in the Job Description Questionnaires were examined. All these were taken into consideration in arriving at the recommended salary for the grade.Recommendation 337.18 We recommend that as from 01 January 2016, the grade of Assistant Manager, Human Resources should be filled by promotion, on the basis of experience and merit, of officers in the grade of Senior Human Resource Executive (Personal) and Senior Human Resource Executive (Future Holder) possessing a Degree in HRM or a Degree with Human Resource Management as a major component or an equivalent qualification and reckoning at least four years’ service in a substantive capacity in the grade.37.19 We also recommend that the MCSAR should continue to run the sponsorship scheme to enable officers in the grades of Senior Human Resource Executive (Personal), Senior Human Resource Executive (Future Holder) and Human Resource Executive to follow the BSc Course in Human Resource Management.37.20 We further recommend that Assistant Managers, Human Resources drawing a salary of Rs 54275 as at 01 January 2016 should draw the conversion thereof on a personal basis.GENERAL SERVICES37.21 General Services are those services that are supportive in nature and are, not only essential, but vital for the general administration of public sector organisations. Given the importance thereof, these services have been extended to technical sectors as well. In fact, incumbents in these grades perform duties that are considered as groundwork which facilitate the taking of administrative decisions and internal organisation and control.37.22 First and foremost, it should be remembered that an organisation exists for a specific purpose and its core activities are derived therefrom. These activities are organized into tasks which are then regrouped into levels. A level regrouping similar and related duties is referred to as a grade. Another important point to retain is that a grade exists or is created solely on the basis of needs.Pay Review 2016 ~704~

Civil Service Ministry of Civil Service and Administrative Reforms37.23 The General Services comprise the Clerical, Executive and Secretarial groups. Each group has different cadres with moreover same nature of duties. As at 30 June 2003, the Clerical Cadre comprised the grades of Clerical Officer/Higher Clerical Officer and Office Supervisor while the Executive Cadre comprised the grades of Executive Officer, Higher Executive Officer, Senior Executive Officer/Principal Executive Officer (P) and Office Superintendent. In 2003, a grade of Special Clerical Officer was created in the Clerical Cadre while the grade of Senior Executive Officer/Principal Executive Officer (P) was abolished.37.24 Due to the use of modern management techniques and ICT which have impacted on work processes, coupled with the emergence of new functions at these levels it was from time to time essential to bring certain structural changes for enhanced effectiveness and efficiency.37.25 In the same breath, officers in many grades including Clerical Officer/Higher Clerical Officer and Executive Officer started doing simple computer-related duties. Similarly, Word Processing Operators were assigned clerical functions in many instances to make effective use of their office time. It should be noted that even officers of Professional Cadres were not wholly dependent on secretarial supporting staff for the production of their work/Reports/documents.37.26 In the circumstances, in 2008, we recommended the creation of polyvalent grades of Officer and Senior Officer. Clerical Officer/Higher Clerical Officers were given the option to join the polyvalent grade of Officer while Executive Officers were given the option to join the grade of Senior Officer. The grade of Office Management Executive was also created and Office Superintendents were given the option to join that grade.37.27 We wrote a word of caution in the 2008 Report stating that the top salaries of certain grades are out of line with market realities and should, therefore, be reviewed downwards. In this context, the top salaries recommended in 2008 for future entrants in the grades of Clerical Officer/Higher Clerical Officer and Word Processing Operator were Rs 16600 and Rs 16000 respectively while the top salary of Clerical Officer/Higher Clerical Officers and Word Processing Operators in post converted to Rs 19600 and Rs 19000 respectively.37.28 In the 2013 PRB Report, the grade of Officer was restyled General Services Officer and that of Senior Officer was restyled General Services Executive. We further created the grade of Office Management Assistant (OMA) which was promotional for General Services Executive. The EOAC Report restyled the grade of Officer to Management Support Officer and merged the grade of Senior Officer and Office Management Assistant and restyled it to Office Management Assistant.37.29 Many traditional relativities were disturbed, thus giving rise to many representations after the publication of the EOAC Report. For instance, outcry concerned mainly the position of OMA vis-à-vis HRE and HEO (Personal). ~705~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsObservations and Analysis37.30 It is observed that while elaborating on this subject in the 2008 PRB Report we referred to market rate. Today, a survey carried out by the Private Sector reveals that the starting salary being paid to HSC holders varies between Rs 6000 to Rs 12000 depending on the economic sectors.37.31 The former grade of Clerical Officer/Higher Clerical Officer has always been a feeder grade in the public sector where officers joining this grade rapidly move to other grades/cadres. This implies that the large majority of officers joining this grade leaves the grade before reaching the top salary recommended. For recent recruitments, graduates and holders of Diploma have been selected to a large extent. Most probably, these people would leave on obtention of better jobs. Nevertheless, some officers do not get opportunities elsewhere and are, therefore, compelled to remain in the grade until the end of their career. We are conscious of this fact and we have taken all these into consideration in arriving at a conclusion. In fact provision exists under “Long Service Increment” for officers in such circumstances to move by two increments.37.32 Grades requiring HSC as minimum qualification are generally granted a salary scale the top of which is Rs 27425 monthly. Certain grades do have additional qualification requirement, besides the HSC but are still pegged at Rs 27425. When compared to these grades and upon carrying out a job-reevaluation, it has been found that the grade of Management Support Officer is slightly overgraded.37.33 Initially, the grade of Officer was created with a view to have a polyvalent grade as explained at paragraph 39.26 above. However, the grade of Word Processing Operator, which was supposed to phase out, was re-instated in the EOAC Report. It has been reported that most of the officers who opted for Management Support Officer were not performing the additional duties recommended. So, the duties performed are not commensurate with the salary drawn.37.34 Another important point is that the grade of Management Support Officer formerly used to be a strong benchmark among grades requiring HSC. However, only this grade has been upgraded out of the group of grades which were previously on a parity.37.35 In face of such a situation, various options have been envisaged and the consequences thereof assessed. The best and most equitable option is to have the first rung in the hierarchy at the same level as the other HSC holders which at the same time is close to market reality.37.36 Normally, the Bureau is in favour of flattening of structures so as to render an organisation more responsive to needs of stakeholders, thus improving effectiveness and efficiency. However, in this particular case the situation is quite different, warranting consideration from a wider perspective. In fact, it would resolve many a problems in structures. Nevertheless, in so doing, we are ensuring that no prejudice is caused to employees in post.Pay Review 2016 ~706~

Civil Service Ministry of Civil Service and Administrative ReformsRecommendation 437.37 We recommend that: (i) the grade of Management Support Officer be made evanescent; (ii) a grade of Management Support Officer (Future Holder) be created with the same qualification requirement and duties as those of the Management Support Officer (Personal).37.38 Presently, the grades of Financial Officer/Senior Financial Officer and Procurement and Supply Officer/Senior Procurement and Supply Officer are filled by selection from among Office Management Assistant reckoning at least four years’ service in a substantive capacity in the grade. For the grade of Human Resource Executive, posts are filled by selection from among Office Management Executive, Higher Executive Officer (Personal) or Office Management Assistant reckoning at least four years’ service in the grade or an aggregate of at least four years’ service in the grades of OMA and the former grade of Senior Officer and/or Executive Officer.37.39 It has been represented that there are many officers at the level of Management Support Officer who have been assigned higher responsibilities on various occasions. It is claimed that these officers have acquired wide experience which can be used more gainfully by the service. They have requested that they should be granted eligibility to compete for the posts of Human Resource Executive, Financial Officer/Senior Financial Officer and Procurement and Supply Officer/Senior Procurement and Supply Officer.Recommendation 537.40 We recommend that the Ministry of Civil Service and Administrative Reforms should consider granting eligibility to officers in the grade of Management Support Officer who reckon at least 20 years’ service in a substantive capacity in the Clerical Officer Cadre to compete for posts of Human Resource Executive, Financial Officer/Senior Financial Officer and Procurement and Supply Officer/Senior Procurement and Supply Officer.Higher Executive Officer (Personal)37.41 Representations have been received from Higher Executive Officers (HEO) (Personal) to the effect that they have been deprived of their rights in the last reports. Consequently, they have made a proposal for same to be restored. In this context, their plea is to restyle the grade of HEO (P) into Office Management Executive (OME) or to integrate them in the establishment of Office Management Assistant (OMA) according to their seniority placing prior to the creation of the grade of Senior Officer, that is, prior to 01 July 2008. ~707~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative Reforms37.42 The Bureau has carried out a thorough examination of their case to ascertain the veracity of their statements. The officers were appointed HEO in February 2013. The EOAC Report which was published in May 2013 provided for the grade of HEO to be merged with the grade of OME. However, this merger was in respect of HEO in post as at 31.12.12 only. It further provided for those officers who were appointed in 2013 to draw personal salaries.37.43 During the consultative meeting with the officers, the latter were apprised that the restyling to the grade of OME cannot be done inasmuch as the grade of OME exists already. It is not possible either, to make them join the grade of OMA and keep their seniority placing as per the list of Executive Officers which was in force as at 30.06.08 because setting of seniority is the responsibility of the PDFSC.37.44 Nevertheless, we cannot completely overlook the surrounding facts of their case. In the 2013 PRB Report, we created the grade of OMA, which was pegged higher than HEO, which, in turn was higher than the grade of General Services Executive (GSE) formerly Senior Officer. With the EOAC Report, the grades of OMA and Senior Officer were merged and restyled OMA. In so doing, all of a sudden, incumbents in the former grade of Senior Officer found themselves higher in the hierarchy than their seniors (HEO). It has also been observed that prior to the EOAC Report, the grade of OME was filled by selection from Office Superintendent, OMA, HEO and EO/GSE formerly Senior Officer reckoning 15 years service in a substantive capacity in the grade. However, the EOAC Report recommended that henceforth, OME should be filled by promotion of OMA. Thus HEOs are no more eligible to compete for the post of OME, depriving them of one of their acquired rights.37.45 Furthermore, the 2013 PRB Report contained a recommendation for HEOs organising official functions and welfare activities, providing proper office accommodation, furniture and equipment, among others, in a department where neither an Assistant Permanent Secretary, Office Superintendent or an OME is posted, to be paid an allowance. This provision has been waived by the EOAC Report.37.46 Another reported problem likely to crop up concerns the issue of acting, in place of OME. The grade of OME is the direct promotional route for the grade of OMA which is hierarchically higher than HEO. However, there are many HEOs whose seniority placing as at 30.06.2008 in the executive cadre was higher than those officers who now by virtue of their joining the grade of OMA have a higher placing. HEOs prior to EOAC, were also eligible for movement by three increments following the successful completion of an award course on Effective Office Management and Supervision. This recommendation also has been waived by the EOAC.37.47 After giving due consideration to all these facts and circumstances, the Bureau has, subsequently, made appropriate recommendation for the grade.Pay Review 2016 ~708~

Civil Service Ministry of Civil Service and Administrative ReformsRecommendation 637.48 We recommend that HEOs organising official functions and welfare activities, providing proper office accommodation, furniture and equipment; ensuring the effective use of office equipment and make arrangements for their proper maintenance; monitoring the use of government vehicles and organise transport for official purposes; ensuring that the workplace is kept clean and tidy and ensuring that safety and health norms are observed in Departments where neither an Assistant Permanent Secretary nor an Office Superintendent or Office Management Executive is posted, should be paid a monthly allowance of Rs 1600.37.49 We further recommend that HEO (Personal) should be required to follow the Advanced Course in Effective Office Management and supervision, on successful completion of which, they would be allowed, on reaching the top of their scale, to move incrementally up to salary point Rs 42325 in the master salary scale provided that they: (i) have drawn the top salary for a year; (ii) have been efficient and effective in their performance during the preceding year; and (iii) are not under report.Option to join the grade of Management Support Officer37.50 As spelt out at paragraph 39.26, incumbents in the grades of Clerical Officer/Higher Clerical Officer and Special Clerical Officer were given the opportunity to join the grade of Officer now Management Support Officer in the 2008 PRB Report. This recommendation was replicated in our 2013 Report and Clerical Officer/Higher Clerical Officers and Special Clerical Officers who did not join the grade in 2008 were once again given the possibility to do so.37.51 Given that a few officers in the grades of Clerical Officer/Higher Clerical Officer and Special Clerical Officer were under interdiction, they have not been provided with the option to join the polyvalent grade. We are, therefore, giving these officers an opportunity to join the new structure.Recommendation 737.52 We recommend that: (a) incumbents in the grades of Clerical Officer/Higher Clerical Officer and Special Clerical Officer , who, due to interdiction, have not been given the option to join the grade of Officer or Management Support officer should be given the option to join the grade of MSO; and on joining, be granted one additional increment subject to the top salary of the grade. ~709~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative Reforms (b) Special Clerical Officers who would reach the revised top salary of their scale on 01 January 2016, on joining the grade of Management Support Officer should be granted one additional increment to be read from the Master Salary Scale.Office Management AssistantAdvanced Course in Effective Office Management and Supervision37.53 Office Management Assistants are, at present, required to follow an Advanced Course in Effective Office Management and Supervision mounted by the Civil Service College, Mauritius, the successful completion of which entitles them to one increment, subject to the top salary of the grade. We are maintaining this provision.Recommendation 837.54 We recommend that Office Management Assistants, on successful completion of the Advanced Course in Effective Office Management and Supervision should be granted one increment, subject to the top salary of the grade.SECRETARIAL CADREWord Processing OperatorSenior Word Processing OperatorAward Course to join the grade of Management Support Officer37.55 In our 2013 PRB Report, we recommended that an Award Course be mounted for Word Processing Operators and Senior Word Processing Operators who do not possess the prescribed qualification for the post of Management Support Officer but who had acquired experience in the performance of general office duties. Incumbents in these grades were given the option to follow the course, on successful completion of which they are allowed to join the grade of Management Support Officer and granted one increment on joining. We have been apprised that there are some 190 officers who would shortly complete the course. We are, therefore, maintaining the provision of allowing the officers who have successfully completed the course to join the grade of MSO.Recommendation 937.56 We recommend that: (i) Word Processing Operators and Senior Word Processing Operators who have successfully completed the Award Course be allowed to join the grade of Management Support Officer and be granted one increment on joining the grade; and (ii) Senior Word Processing Operators who have reached the revised top salary of their scale on 01 January 2016, on joining the grade of Management Support Officer, should be granted one additional increment to be read from the Master Salary Scale.Pay Review 2016 ~710~

Civil Service Ministry of Civil Service and Administrative ReformsConfidential SecretaryAdvanced Secretarial Course37.57 The 2013 PRB Report has provided for Confidential Secretaries who have successfully completed the Advanced Secretarial Course to be allowed, on reaching the top salary to move incrementally by two salary points in the Master Salary Scale. However, this recommendation was reviewed by the EOAC which recommended that the officers should be granted one increment upon successful completion of the course, subject to the top salary of the grade. It further recommended that officers who have completed the course after having reached the top salary recommended for the grade, should be paid a non-pensionable lump sum equivalent to twelve times the value of the last increment drawn.37.58 It has been argued that at the time the officers embarked on the course, they were governed by a recommendation of the 2013 PRB Report which was eventually reviewed by the EOAC Report, causing them prejudice. They stressed on the fact that the initial condition linked to the following of the course should be respected. Following a close examination of the issue raised and particularly taking into consideration the philosophy behind the movement of salary linked to Award Courses, we have made fair-felt recommendation in the circumstances.Recommendation 1037.59 We recommend that: (a) Confidential Secretaries, on successful completion of the Advanced Secretarial Course, be granted one increment, subject to the top salary of the grade (b) Confidential Secretaries who have successfully completed the Advanced Secretarial Course after having reached the last point in their salary scale, should be paid a non-pensionable lump sum equivalent to twelve times the value of the last increment drawn (c) Confidential Secretaries who had already embarked on the course prior to the publication of the EOAC Report, should be allowed on a personal basis to move incrementally by two salary points in the Master Salary Scale provided they: (i) have drawn the top salary for a year; (ii) have been efficient and effective in their performance during the preceding year; and (iii) are not under report. ~711~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsPosting of Confidential Secretaries37.60 Generally, Confidential Secretaries are attached to the office of Deputy Permanent Secretaries and officers in grades above this level. They are also allocated to other officers holding office at the level of Deputy Permanent Secretaries on a needs basis or are alternatively attached to a pool of officers as may be decided by the Supervising Officer with the approval of the MCSAR. This arrangement should continue.Recommendation 1137.61 We recommend that: (a) Deputy Permanent Secretaries and officers in grades above this level should continue, by virtue of their duties, to be provided with the services of a Confidential Secretary; and (b) Officers of the level of Deputy Permanent Secretaries should be provided with the services of a Confidential Secretary on a needs basis or one Confidential Secretary attached to a pool of such officers as may be decided by the Supervising Officer, with the approval of the MCSAR.Ad hoc Allowances to Confidential Secretaries37.62 Confidential Secretaries posted with Ministers, Parliamentary Private Secretaries, Supervising Officers of the level of Permanent Secretary and above and at the Cabinet’s Office, who have to regularly work over and above their normal working hours, are entitled to an ad hoc allowance, subject to the approval of the MCSAR.37.63 It has been reported that in a majority of instances, Confidential Secretaries posted with Permanent Secretaries who are not the Accounting and Responsible Officer of the Ministry or Department, are being paid the Ad hoc allowance notwithstanding the fact that they do not put in extra hours. We are, therefore, making appropriate recommendation with a view to curbing the likelihood of any abuse relating to the payment of the ad hoc allowance.Recommendation 1237.64 We recommend that, subject to the approval of the MCSAR, Confidential Secretaries posted with Ministers, Parliamentary Private Secretaries, Supervising Officers of the level of Permanent Secretary and above who are the Accounting and Responsible Officers and at the Cabinet’s Office who have to regularly work over and above their normal working hours should continue to be paid an ad hoc allowance as determined by the MCSAR.37.65 Some Confidential Secretaries, by virtue of their postings are also required, in addition to their normal duties, to perform general administrative work, manage the office and work in strenuous and stressful conditions. In addition to the ad hoc allowance, these officers are compensated for the enhanced responsibilities by the grant of a responsibility allowance. This arrangement should continue.Pay Review 2016 ~712~

Civil Service Ministry of Civil Service and Administrative ReformsRecommendation 1337.66 We recommend that the High Powered Committee continues to look into the advisability of the payment of a Responsibility Allowance to incumbents performing the duties of Confidential Secretary and posted to the office of Ministers, Parliamentary Private Secretaries and Senior Chief Executives and above.37.67 We further recommend that the Responsibility Allowance may be reckoned as pensionable emoluments, subject to the approval of the High Powered Committee, provided that incumbents have: (i) performed in that position for a continuous period of five years; (ii) not been the subject of disciplinary proceedings on ground of inefficiency or inability to perform at that position or on ground of misconduct; and (iii) reached the age of 55 years at the time of retirement/change in posting.Shorthand Proficiency37.68 Word Processing Operators are granted Incremental Credits for shorthand proficiency as hereunder: (i) 80 words per minute – one increment; (ii) 100 words per minute – one increment, subject to one increment having been granted previously for 80 words per minute, otherwise two increments; (iii) 120 words per minute – one additional increment, subject to two increments having been granted for 100 words per minute, otherwise a maximum of three increments in all.Recommendation 1437.69 We recommend that the present provisions regarding the grant of Incremental Credits to Word Processing Operators for proficiency in shorthand be maintained.Special Allowances37.70 Officers, other than Shorthand Writers, are paid an allowance whenever they are called upon to service Commissions of Enquiry and for other similar tasks consisting of taking notes of proceedings in shorthand and for transcribing same in longhand. We are maintaining this allowance and revising the rates.Recommendation 1537.71 We recommend that the allowance payable to officers, other than Shorthand Writers, servicing Commission of Enquiry and for other similar tasks be revised to Rs 4.55 per folio of 90 words for taking notes of proceedings in shorthand and Rs 2.70 per folio of 90 words for transcribing the shorthand notes in longhand. ~713~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsCashier Duties37.72 Clerical Officers/Higher Clerical Officers and Management Support Officers posted at the Accountant General’s Division are paid a daily allowance of Rs 35 for giving assistance to the Cashier at the District Cash Office and the Chief Cashier’s Office while those replacing full time District Cashier and Treasury Receiving Cashier are paid an allowance of Rs 100 per day. This allowance is also extended to Clerical Officers/Higher Clerical Officers and Management Support Officers posted in other Ministries and Departments and to Agricultural Clerks who are required to perform cashier duties. We are maintaining the payment of this allowance.Recommendation 1637.73 We recommend that the allowance payable to Clerical Officers/Higher Clerical Officers and Management Support Officers posted at the Accountant-General’s Division be as follows:- (i) Rs 40 per day for giving assistance to the Cashier at District Cash Office and Chief Cashier’s Office; and (ii) Rs 110 per day subject to a maximum of Rs 2420 for Clerical Officers/Higher Clerical Officers and a maximum of Rs 2180 for Management Support Officer a month for replacing full time District Cashier and Treasury Receiving Cashier.37.74 We additionally recommend that the above provision be extended to Clerical Officer/Higher Clerical Officers, Management Support Officers and Agricultural Clerks of other Ministries and Departments and Organisations who are required to perform cashier duties.Rotation of Officers in the General Services Grades37.75 The MCSAR is responsible for the posting of officers of the General Services in the Civil Service based on organisational needs. Representations have been received that in some instances, officers have remained in the same posting throughout their career. While in some cases the officers have wished to stay in that posting, in other cases, requests made for transfer have not been acceded to, compelling the officers to stay in that posting. The Bureau holds the view that unless there is movement, these officers particularly, those who have been compelled to stay, are bound to suffer from boredom and frustration due to lack of challenge in their career. Further, given that these officers are supposed to provide support services to the various Ministries/Departments, it is desirable that they be acquainted with the different aspects of the duties they are required to perform as per their scheme of service. We are, therefore, making provision for these officers to be made to rotate so as to enhance their understanding of the various Ministries and Departments and enrich their skills and experience.Pay Review 2016 ~714~

Civil Service Ministry of Civil Service and Administrative ReformsRecommendation 1737.76 We recommend that officers of the General Services should be made to rotate in various Ministries/Departments at least every five years in their career to enable them to enrich their skills and experience. OCCUPATIONAL SAFETY AND HEALTH UNIT37.77 The core functions of the Safety and Health Unit (MCSAR) are, among others, to advise Ministries/Departments on all matters pertaining to safety and health, carry out inspections in all places of work, investigate in accident and train public officers on safety and health matters to ensure compliance with the Occupational Safety and Health Act 2005 (OSHA) and subsequent amendments. In so doing, the Unit aims at ensuring a safer environment and facilitating modernisation of offices to improve and enhance the working environment.37.78 As per the provision 30 of the Occupational Safety and Health Act 2005, for every 2000 employees, an employer has to employ a Registered Safety and Health Officer to ensure compliance of law and promote the safe conduct of work. As such officers of the Safety and Health Unit have to provide their services to approximately 1400 work places in different Ministries/Departments, scattered throughout the island.37.79 The Unit is headed by the Director, Safety and Health Unit who is responsible for the promotion of an occupational safety and health culture through the implementation of the Occupational Safety and Health Management System in the Civil Service and for ensuring compliance with the provisions of the Occupational Safety and Health Act. He is assisted by officers in the grades of Principal Safety and Health Officer, Safety and Health Officer/Senior Safety and Health Officers and those of the General Services grades.37.80 Demands in the context of this review pertained to adjustment of salaries of the Safety and Health Cadre to align on grades requiring a degree; creation of additional levels and posts; Duty Exemption/Concession of 100% for all officers of the cadre; provision of car or other types of vehicle of higher engine capacity; motor vehicle loans of up to 30 months; travel grant in lieu of mileage; self enhancement; sponsorship for master level degrees and to grant professional status to officers of the Safety and Health Cadre.37.81 During consultation, parties were sounded that grades are created on the basis of organisational requirements and functional needs. As regards additional posts, ample justifications are needed in terms of improvement of service delivery and normally the onus, rests with Management. Adjustment of salaries is based on the Bureau’s framework of pay determination where several job factors are considered. Stakeholders were explained on the criteria and basis for the grant of 100% duty free car. They were apprised that certain of their requests should have been addressed administratively by their Ministry. On issues related to general conditions of service, parties were informed that these would be considered after examining proposals from all stakeholders. ~715~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsSafety and Health Unit37.82 In accordance with the First Schedule of the OSHA 2005, the minimum qualification requirements to practice as a Safety and Health Officer is a Diploma in Occupational Health and Safety or its equivalence certified by the Tertiary Education Commission. However, through a recommendation, the EOAC Report has raised the qualifications of the grade from a Diploma to a Degree in Occupational Safety and Health or equivalent coupled with an upsurge in the salary scales of all the grades in the cadre without expounding thereon. This upgrading (both qualification and salary) has been perceived as inequitable and procedurally unfair by other comparable grades performing duties of a similar nature.37.83 After examination, the Bureau views that, there is need to bring some adjustments in the salary structure of the Safety and Health Officer’s Cadre for harmonious industrial relations and to restore horizontal salary relativity among the comparable grades of the same occupational group. This change would also necessitate a restructuring of the whole cadre.37.84 We are, therefore, reviewing the structure of the Safety and Health Officer’s Cadre and setting anew the minimum qualifications requirement as prescribed by the OSHA 2005 for the entry level position to address the external fairness concerns and to bring consistency, conformity and a more equitable pay treatment for jobs of comparable worth.Recommendation 1837.85 We recommend a restructuring of the Safety and Health Officer’ Cadre to a four level structure as follows: (i) Safety and Health Officer/Senior Safety and Health Officer (Future Holder) (ii) Principal Safety and Health Officer (Future Holder) (iii) Assistant Director, Safety and Health Unit (New Grade); and (iv) Director, Safety and Health Unit.37.86 We, further, recommend that: (i) in future, appointment to the grade of Safety and Health Officer/Senior Safety and Health Officer (Future Holder) should be by selection from among candidates possessing the Diploma in Occupational Health and Safety or Diploma on Occupational Safety and Health Management or its equivalence certified by the Tertiary Education Commission; (ii) promotion to the grade of Principal Safety and Health Officer (Future Holder) should be made, on the basis of merit and experience, of officers in the grade Safety and Health Officer/Senior Safety and Health Officer (Personal) and Safety and Health Officer/Senior Safety and Health OfficerPay Review 2016 ~716~

Civil Service Ministry of Civil Service and Administrative Reforms (Future Holder) reckoning at least four years’ service in a substantive capacity in the grade; (iii) appointment to the new grade of Assistant Director, Safety and Health should be made by selection from among officers in the grade of Principal Safety and Health Officer (Personal) and Principal Safety and Health Officer (Future Holder) possessing a Degree in Occupational Safety and Health or equivalent acceptable qualification and reckoning at least three years’ service in a substantive capacity in the grade. Incumbent will be required, among others, to assist the Director, Safety and Health Unit in the discharge of his duties; and (iv) the grade of Director, Safety and Health Unit should be filled by promotion, on the basis of merit and experience, from the grade of Assistant Director, Safety and Health. PUBLIC SECTOR RE-ENGINEERING BUREAU37.87 The Public Sector Re-engineering Bureau (PSRB) was created in the 2013 EOAC Report to provide technical know-how, expertise and support as well as management and technical advisory services to the Reforms Steering Council on targeted restructuring undertakings. It operates under the aegis of the Ministry of Civil Service and Administrative Reforms.37.88 The roles and responsibilities of the PSRB are, among others, to provide advisory services to the Reforms Steering Council; conduct organisational and management reviews, systems and its training and development analysis; strengthen the cohesion between key divisions to reduce undue duplication of work, reduces overlapping scopes; and develop the necessary management and operational organigram to promulgate an optimal structure for the delivery of services in the public sector.37.89 The PSRB comprises a three level structure and is serviced by officers in the grades of Director, Public Sector Re-engineering Bureau, Assistant Director, Public Sector Re-engineering Bureau and Management Analyst/Senior Management Analyst.37.90 In the context of the present review exercise, no representations have been received from both Management and Staff Side. We are, therefore, maintaining the present organisation structure while revising the salary scales of existing grades. ~717~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative Reforms MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS SALARY SCHEDULESalary Code Salary Scale and Grade02 000 108 Rs 152000 Senior Chief Executive02 000 106 Rs 122000 Permanent Secretary08 095 097 Rs 86000 x 3000 – 92000 Director, Human Resource Management08 092 094 Rs 77175 x 2825 – 80000 x 3000 – 83000 Director (Planning)08 069 083 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 59700 Assistant Director (Planning)08 056 079 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 53200 Analyst (Management and Human Resources)08 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Deputy Director, Human Resource Management08 070 085 Rs 39575 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Manager, Human Resources08 064 081 Rs 33425 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Assistant Manager, Human Resources08 058 078 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 51575 Senior Human Resource Executive (Personal to officers in post as at 31.12.12)Pay Review 2016 ~718~

Civil Service Ministry of Civil Service and Administrative ReformsSalary Code Salary Scale and Grade08 058 074 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 45375 Senior Human Resource Executive (New Grade)08 050 071 Rs 22575 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 Human Resource Executive08 056 085 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Human Resource Management Officer (Personal)18 072 087 Rs 42325 x 1525 – 49950 x 1625 – 62950 x 1850 – 66650 Director, Safety and Health Unit18 066 084 Rs 35275 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 61325 Assistant Director, Safety and Health Unit (New Grade)18 061 082 Rs 30950 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 58075 Principal Safety and Health Officer (Personal to officers in post as at 31.12.15)18 056 081 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Principal Safety and Health Officer (Future Holder)18 044 079 Rs 19575 x 475 –21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 53200 Safety and Health Officer/Senior Safety and Health Officer (Personal to officers in post as at 31.12.15)18 044 074 Rs 19575 x 475 –21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 45375 Safety and Health Officer/Senior Safety and Health Officer (Future Holder)08 056 070 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 Office Management Executive ~719~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsSalary Code Salary Scale and Grade08 049 070 Rs 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 39575 Office Management Assistant08 050 069 Rs 22575 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 38350 Higher Executive Officer (Personal)08 046 067 Rs 20525 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 36200 Office Supervisor (Personal)08 038 062 Rs 17375 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 31725 Special Clerical Officer (Personal)08 035 062 Rs 16400 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 31725 Management Support Officer (Personal)08 027 060 Rs 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 30175 Clerical Officer/Higher Clerical Officer (Personal) Management Support Officer (New Grade)08 058 074 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 45375 Senior Shorthand Writer08 051 070 Rs 23200 x 775 – 32500 x 925 – 37125 x 1225 – 39575 Shorthand Writer08 043 069 Rs 19200 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 38350 Confidential Secretary08 036 062 Rs 16725 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 31725 Senior Word Processing OperatorPay Review 2016 ~720~

Civil Service Ministry of Civil Service and Administrative ReformsSalary Code Salary Scale and Grade05 056 076 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 Senior Library and Documentation Officer05 044 072 Rs 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 42325 Library and Documentation Officer08 026 059 Rs 13790 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 29400 Word Processing Operator05 027 060 Rs 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 30175 Library Clerk24 036 052 Rs 16725 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 23975 Head Office Care Attendant24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 019 048 Rs 11970 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21475 Office Care Attendant/Senior Office Care Attendant24 016 043 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19200 Stores Attendant24 015 041 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18450 Handy Worker02 096 098 CIVIL SERVICE COLLEGE, MAURITIUS Rs 89000 x 3000 – 95000 Director, Civil Service College ~721~ Pay Review 2016

Civil Service Ministry of Civil Service and Administrative ReformsSalary Code Salary Scale and Grade02 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Coordinator, Civil Service College02 054 081 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Trainer PUBLIC SECTOR RE-ENGINEERING BUREAU01 000 105 Rs 119000 Director, Public Sector Re-engineering Bureau01 086 095 Rs 64800 x 1850 – 68500 x 1950 – 74350 x 2825 – 80000 x 3000 – 86000 Assistant Director, Public Sector Re-engineering Bureau01 054 085 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Management Analyst/Senior Management Analyst *************Pay Review 2016 ~722~

Civil Service Ministry of Labour, Industrial Relations, Employment and Training 38. MINISTRY OF LABOUR, INDUSTRIAL RELATIONS EMPLOYMENT AND TRAINING38.1 The mission of the Ministry of Labour, Industrial Relations, Employment and Training is to promote a decent work, facilitate access to gainful employment and support employers and workers in creating a safe conflict-free and productive work place. Its objectives are, among others, to: promote industrial peace and harmony and to protect the fundamental rights and dignity of workers; enhance productivity and the general well-being of the workforce through improvement in standards of safety and health and prevention of occupational diseases and injuries at the workplace; facilitate the employment of jobseekers and provide assistance and guidance with regard to employment prospects and facilitate employment of non-citizen, where required.38.2 To fulfill its mission, the Ministry formulates national labour policies and enforces, among others, legislations related to Employment Relations, Occupational Safety and Health, Registration of Association, Employee Superannuation Fund and Employment Service.38.3 Activities of the Ministry are organized under five divisions, namely: Labour and Industrial Relations Management comprising the National Remuneration Board and the Labour and Industrial Relations; Occupational Safety and Health Inspectorate; Registry of Associations; the Employment Division and the Careers Guidance Service.38.4 The Permanent Secretary is the Accounting and Responsible Officer. He is supported by officers of the Administrative cadre and Heads of each Unit.38.5 In the context of this review, several proposals have been made by Management and staff side of each division. These representations have been studied and commented upon under the respective division. NATIONAL REMUNERATION BOARD38.6 The main function of the National Remuneration Board (NRB) is to make recommendations to the Minister regarding minimum remuneration and terms and conditions of employment for employees in the private sector. These recommendations form the basis for the Remuneration Order Regulations. At present, there are 30 distinct sectors governed by the Remuneration Orders, covering an average of 300,000 workers.38.7 The Remuneration Analyst cadre is headed by the Chairperson, National Remuneration Board, who is assisted in the discharge of his functions by a Vice- Chairperson, NRB. The cadre also comprises: Head Remuneration Analyst, Senior Remuneration Analyst and Remuneration Analysts. ~723~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and Training38.8 In the context of this Review, representations have been made for upgrading/alignment of salaries; restyling of the grade of Head Remuneration Analyst; amendment of scheme of service; and provision of training as well as other specific allowances.38.9 During consultations, parties were apprised that the issue of upgrading/alignment of salaries would be considered against the Bureau’s framework of pay determination. As regards restyling of the grade of Head Remuneration Analyst, the Bureau did not accede to the proposal and gave reasons therefor. Parties were further informed that the onus for bringing any amendment in the scheme of service rests with Management. They were also sounded on the existing provision governing training and it was highlighted that the issue of allowances would be dealt with holistically.38.10 After examining the proposals, the Bureau considers that the present structure is fit for its purpose and requires no change. THE LABOUR AND INDUSTRIAL RELATIONS DIVISION38.11 The Labour and Industrial Relations Division enforces legislations that govern labour and industrial issues. It dispatches its services through the Inspection and Enforcement Section, Special Migrant Workers Unit, Conciliation and Mediation Section; Workforce Programme Unit; Information, Education and Communication Section; Research Legislation and Standards Section.38.12 The Director, Labour and Industrial Relations is responsible for the administration of the Labour and Industrial Relations Division and the effective delivery of its technical and professional services within the respective legal framework. He is assisted in his duties by officers in the grades of Assistant Director, Labour and Industrial Relations, Principal Labour and Industrial Relations Officer, Senior Labour and Industrial Relations Officer, Labour and Industrial Relations Officer and officers of the supporting cadres.38.13 For this Report, staff associations have canvassed the following: to align the salary scale of the grade of Labour and Industrial Relations Officer with other grades where a Diploma is a requirement; changing the mode of appointment from “selection” to “promotion” at the level of Assistant Director, Labour and Industrial Relations; upgrading the status of Director, Labour and Industrial Relations. Management in the presence of the union, supported the requests to upgrade the salary of the grade of Labour and Industrial Relations Officer and to create a grade of Deputy Director, Labour and Industrial Relations. It further informed that the other proposals would be dealt with administratively.38.14 During consultations, parties were apprised that salaries are normally aligned whenever there are comparability among others in the qualification requirement, level of responsibility, scope of activity and cadre structure whereas for the creation of additional posts, the onus rests upon Management. They were also informed that thePay Review 2016 ~724~

Civil Service Ministry of Labour, Industrial Relations, Employment and Training Bureau has abstained from changing mode of appointment in schemes of service to avoid industrial dispute and frustration and it is Management’s prerogative to bring about any change after following the established procedures and examining all the possible implications.38.15 After examination and taking into consideration the organisational needs, we are providing for an additional level to deputise for the Director and a new grade of Psychologist.Deputy Director, Labour and Industrial Relations (New Grade)38.16 At present, there are eight officers in the grade of Assistant Director, Labour and Industrial Relations, each responsible for a section who reports directly to the Director, Labour and Industrial Relations. Management has submitted that with the operationalisation of the Prosecution Unit, Conciliation and Mediation Section, Special Migrant Workers Unit and Workforce Programme, the number of posts at the level of Assistant Director, Labour and Industrial Relations would increase. This would impact heavily on the workload of the Director, Labour and Industrial Relations. The need is thus felt for an intermediate grade between the Director, Labour and Industrial Relations to deputise and assist the Director, Labour and Industrial Relations in the discharge of his duties.Recommendation 138.17 We recommend the creation of the grade of Deputy Director, Labour and Industrial Relations. Appointment thereto should be made by selection from among officers in the grade of Assistant Director, Labour and Industrial Relations reckoning at least two years’ service in a substantive capacity in the grade and who have proven administrative and organising abilities, good interpersonal and communication skills; and initiative and leadership qualities.38.18 Incumbent would deputise for the Director, Labour and Industrial Relations and assist him in the discharge of his duties. He would also be responsible among others, for: the day-to-day running of the Division; organising, supervising, monitoring and coordinating the work of all sections.38.19 With the creation of the grade of Deputy Director, Labour and Industrial Relations and in line with the guidelines of the MCSAR regarding drafting of schemes of service consequential amendment is being brought to the scheme of service of Director, Labour and Industrial Relations.Recommendation 238.20 We recommend that, in future, the grade of Director, Labour and Industrial Relations should be filled by promotion, on the basis of merit and experience, from the grade of Deputy Director, Labour and Industrial Relations. ~725~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingPsychologist (New Grade)38.21 Management submitted that there is need for a dedicated grade to provide counselling to laid off and redundant workers and also to assist workers who are victims of violence at work, the moreso as the incidence of such cases are frequent. It was also highlighted that the Ministry could not avail of the services of a Psychologist from other Ministries due to shortage of staff and overload of work.Recommendation 338.22 We recommend the creation of a grade of Psychologist. Appointment thereto should be made by selection from among candidates possessing a Master’s degree in Clinical Psychology or Counselling Psychology or Psychology or an equivalent qualification.38.23 Incumbent would be required, among others, to: provide assistance in the elaboration of new legislation, regulations, standards, code of practice and any other form of practical guidance related to industrial or organisational psychology; assist in inspection of work place, establish any correlation with occupation’s and employee’s mental condition; welfare and/or that of any other person in employment and to identify potential psychological factors affecting working community and to recommend remedial actions; investigate, as and when required any incident, accident and conditions related to employment, employee, and working environment which may have impaired worker’s mental condition; provide psychological counselling and assessment of workers; dispense training sessions and assist workers who are victims of influence of work. OCCUPATIONAL SAFETY AND HEALTH DIVISION38.24 The Occupational Safety and Health Division is the main body regulating occupational safety and health in the country. Its main functions, among others, are: the preparation of legislations on safety and health; developing national occupational safety and health strategies in line with changes in work pattern and technology; carrying out sensitization campaign on Occupational Safety and Health to minimize risks at work places; implementation of OSH Management System; inspection and enforcement duties at work places and examination of ILO Conventions and SADC documents on Occupational Safety and Health.38.25 It comprises two specific domains namely: Occupational Safety and Health Inspectorate (OSHI) and the Specialist Support Services (SSS). The OSH Inspectorate ensures that there is a safe work environment in line with international norms in the work place and enforces the OSH Act 2005 and its subsidiary regulations. It carries out inspections and investigates into accidents and dangerous occurrences at places of work. The Specialist Support Services Unit on its part provides specialized engineering services in the field of Electrical, Mechanical, Civil and Chemical Engineering to the OSH Inspectorate and to management of enterprises.Pay Review 2016 ~726~

Civil Service Ministry of Labour, Industrial Relations, Employment and Training38.26 The Director, Occupational Safety and Health is responsible for the overall administration of the Occupational Safety and Health Inspectorate and the Specialist Support Services. He is supported in his duties by officers of the OSHI Cadre and those of the Specialist Support Services and the general service grades.38.27 Representatives of OSHI elaborated lengthily on their proposals, namely to: upgrade the qualification at entry level from Diploma to Degree in Occupational Health and Safety or Engineering or equivalent; thereafter to align salaries of the whole cadre with corresponding grades of the Professional Cadre; create the grade of Deputy Director, Occupational Safety and Health; payment of an on-call allowance to the Director and Chief Occupational Safety and Health Officer and other officers posted at the Accident Investigating Unit and to decentralize the service.38.28 With regards to upgrading of qualification, parties were apprised that such a request may be considered after examining the evolution in complexity of the duties of the grade and whether this justifies new skills and technicalities. Clarifications were given on the principle of alignment of salaries which should be in line with the Bureau’s framework of pay determination. Several requests pertained to internal working arrangement and Management stated that it is its responsibility to address them administratively.38.29 The present organisation structure is serving its purpose. We are however, on the basis of functional needs and submissions received, providing an additional level to deputise for the Director, OSH and to monitor and coordinate all activities of the Occupational Safety and Health Inspectorate and the Specialist Support Services.Deputy Director, Occupational Safety and Health (New Grade)38.30 There are several units in the OSHI, each under the responsibility of a Chief Occupational Safety and Health Officer. The Chief Occupational Safety and Health Officers and the Head, Special Support Service report directly to the Director, Occupational Safety and Health.38.31 It has been submitted that with the setting up of the Prosecution Unit, Construction Unit and Maritime Safety Unit, issues related to Occupational Safety and Health Hazards would be covered at large by the OSHI and SSS. Consequently, this would impact on the workload of the Director, Occupational Safety and Health who is taken up mostly at policy level. A demand has been made to create a level to deputise for the Director and to monitor the day to day management and administration of each domain.38.32 Taking into consideration the evolution in the work, the specificity and scope of the Division, there is need to reinforce the grading structure at Directorate Level. ~727~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingRecommendation 438.33 We recommend the creation of the grade of Deputy Director, Occupational Safety and Health. Appointment thereto should be made by selection from among officers in the grade of Chief Occupational Safety and Health Officer and Head, Specialist Support Services, each reckoning at least five years’ service in a substantive capacity in the respective grade and having managerial and leadership qualities together with a sound knowledge of the provisions of the Occupational Safety and Health Act and any other related Safety and Health Legislations/Administration.38.34 Incumbent would deputise for the Director, Occupational Safety and Health and assist him in the discharge of his duties. He would also be responsible, among others, for the management and administration of the units; advise on legislations, code of practice, standard and guidelines; provide guidance on training of officers; and coordinate projects in respect of occupational safety and health issues.38.35 In view of the specificity of the administration of the Occupational Safety and Health Division and to meet the organisational requirement, Management may consider the advisability of creating more than one post of Deputy Director, Occupational Safety and Health.38.36 With the creation of the grade of Deputy Director, Occupational Safety and Health, and in line with the guidelines of the MCSAR regarding drafting of schemes of service consequential amendment is being brought in the scheme of service of the grade of Director, Occupational Safety and Health.Recommendation 538.37 We recommend that, in future, the grade of Director, Occupational Safety and Health should be filled by promotion on the basis of merit and experience of officers in the grade of Deputy Director, Occupational Safety and Health.Special Professional Retention AllowanceRecommendation 638.38 We recommend that officers in the grade of Occupational Safety and Health Engineer/Senior Occupational Safety and Health Engineer reckoning at least 10 years’ service in the grade and eligible for the payment of the Special Professional Retention Allowance at the rate of 7% of the monthly salary as at 31 December 2015 should continue to be paid same up to 31 December 2016.Pay Review 2016 ~728~

Civil Service Ministry of Labour, Industrial Relations, Employment and Training38.39 We also recommend that those officers who: (i) leave the service prior to the age at which they may retire without the approval of the appropriate Service Commission (Table II at Chapter 15 of Volume 1) should refund the totality of the Special Professional Retention Allowance paid to them; and (ii) retire from the service on reaching the age at which they may retire without the approval of the appropriate Service Commission or thereafter, should refund only that part of the Special Professional Retention Allowance which they would have earned under this scheme after reaching the age at which they may retire without the approval of the appropriate Service Commission. However, provisions made at (i) and (ii) above, should not apply to officers retiring as per their new compulsory retirement age or on medical ground.38.40 All officers in the grade of Occupational Safety and Health Engineer/Senior Occupational Safety and Health Engineer who are eligible for the payment of the Special Professional Retention Allowance as from 01 January 2016 and have been granted same prior to the publication of this Report should continue to draw the Special Professional Retention Allowance up to 31 December 2016. REGISTRY OF ASSOCIATIONS38.41 The Registry of Associations deals with the registration and inspection of trade unions, associations and sports clubs/committees/federations. It enforces the Registration of Associations Act 1978, the Employees Relations Act 2008, and the Sports Act 2013.38.42 It is headed by the Registrar of Associations who is responsible for the day-to-day management of the Registry of Associations including the implementation of approved programmes. He is assisted by the Deputy Registrar of Associations and the technical staff of the Inspector of Association Cadre.38.43 During the course of oral submissions, representatives of the union conveyed, among others, their proposals which are as follows: creation of additional posts; alignment of salary of the grade of Inspector of Associations with the grades of Senior Examiner of Accounts and Senior Accounting Technician; payment of an allowance to attend to court; posting of officers to assist officers of the cadre; changing mode of appointment at the level of Principal Inspector of Associations; creation of the Public Relations Office/Counter Service; to restyle the grade of Deputy Registrar of Associations to Chief Inspector of Associations and providing conducive working environment.38.44 Parties were apprised that it is the prerogative of Management to create additional posts or to change the mode of appointment for any grade. Staff officials were further told that the Bureau would as far as possible refrain from bringing any change in the scheme of service where there is no agreement between parties concerned. ~729~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and Training They were also informed of the Bureau’s framework on pay determination. In respect of change in appellation they were explained that the purposes of a job title is to convey an immediate understanding and identification of the work performed by the designated position. Management proposed to address issues related to scheme of service and working environment administratively.38.45 While maintaining the existing organisation structure, we are recommending that Management carries out an HRP exercise to identify the need for additional HR requirements and to prompt appropriate remedial measures.Inspector of Associations38.46 Officers in the grade of Inspector of Associations who have successfully completed all papers of Fundamentals (Skills) formerly Part II of the ACCA Examination or an equivalent qualification should be allowed to proceed beyond the Qualification Bar (QB) inserted in the salary scale of the grade.Posting of Management Support Officers38.47 Representations have been received from the staff side to avail the services of Management Support Officers as they usually have to perform routine clerical and other ancillary duties, which take much of their time at the expense of their technical responsibilities.Recommendation 638.48 We recommend that Management should consider the advisability of posting Management Support Officers in the appropriate sections where the services of supporting staff are required. EMPLOYMENT DIVISION38.49 The Employment Division deals with the management of Employment Information Centres (EIC); registration, counselling, placement of jobseekers in employment, carrying out work permit inspections and recommendations; collection and publication of statistics on the labour market, including employment and unemployment; provision of advice on matters related to employment, unemployment and training.38.50 There are at present 13 Employment Information Centres located throughout the island of Mauritius and one in Rodrigues to enable all job seekers to have easy access to its services.38.51 The grading structure comprises a Director, Employment Service as head of the Division who is Responsible for the day-to-day administration of the Employment Service Division. He is assisted in his tasks by a Deputy Director, Employment Service and officers of the Employment Officer Cadre and those of the general services.Pay Review 2016 ~730~

Civil Service Ministry of Labour, Industrial Relations, Employment and Training38.52 Management reported that training has been added to the port folio of the Ministry and is now responsible for the Dual Training Programme (DTP), namely “Youth Employment Programme” (YEP) and “Back to Work Programme” (BWP). While YEP is geared towards the training and placement of youth aged between 16-30 years, BWP focuses on the training and placement of women aged 30 years and above. The Dual Training Programme, on its part, is an Apprenticeship Scheme for Diploma and Degree holders and each programme has a specific clientele. The DTP would be beneficial to approximately 5000 youth and 3000 unemployed female. Management has therefore submitted that there is need for a Training Programme Coordinator to liaise with private sector/other training institution for placement of trainees and mounting of courses to match market reality and sustain government policy.38.53 During the course of consultation with representatives of the Employment Service Union, the main points raised, among others, pertained to: upgrading of qualification at the level of Employment Officer to a Diploma in the related field; insertion of a Qualification Bar in the salary scale of the grade of Senior Employment Officer; creation of additional posts at higher level; provision of training to officers of the cadre both local and overseas; alignment of salaries with sister grades in the same Ministry and grant of loan to purchase a 70% duty exempted car for official travelling.38.54 Parties were informed that request relating to upgrading of qualification of a grade may be considered in light of the job evolution and increasing complexity of tasks requiring new skills. They were also told that new grades would be created on the basis of functional considerations. It was further explained to them that after the publication of this report, each Organisation/Department/Ministry would be required to carry out an HR Audit to address human resource issues. Staff officials were also reminded that ample provisions have been made in our reports in respect of training and it should be dealt at Management level. As regards alignment of salaries, it was pointed out that this may be considered against the Bureau’s framework of pay determination. Due explanation was also given on the criteria for the grant of duty free vehicles. Additional information was provided on certain specific issues raised during consultations.38.55 While maintaining the present structure, we are, on the basis of functional needs, providing a new grade of Training Programme Coordinator to facilitate the implementation of all training schemes in line with the objectives of Government. We are equally reviewing the salary gradings to reflect the additional responsibilities conferred upon the cadre.Training Programme Coordinator (New Grade)Recommendation 738.56 We recommend the creation of the grade of Training Programme Coordinator. Appointment thereto should be made by selection from among candidates possessing a Master’s Degree in Management/Business/Public Administration, Economics, Human Resource Management, Law or any other related fields and reckoning at least five years’ post qualification working experience at ~731~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and Training managerial level and demonstrating good communication and coordination skills and ability to manage demanding and complex programmes/projects.38.57 Incumbent would be responsible, among others, to the Director, Employment Services for all aspects relating to the implementation and management of the Youth Employment Programme, Back to Work Programme, Dual Training Programme and other training projects; design sectoral training curriculum and initiative for the unemployed; coordinate formal and non-formal training providers to train youth in market-drive skills and create strong linkages to the private sector and employment opportunities; make arrangements for placement of trainees in enterprises in the course of training programmes; identify linkages between the unemployed and micro- finance institutions and monitor the effectiveness and efficiency of training of programmes. CAREERS GUIDANCE SERVICE38.58 The Careers Guidance Service (CGS) ensures that career information is understood and that people value and know how to use advice tendered for their personal level of career development. Its main focus is to help individual to manage their choices within initial education and their entry to the labour market and help adults who are unemployed to gain access to the world of work.38.59 As the Careers Guidance Service has been freshly attributed under the aegis of the Ministry of Labour, Industrial Relations, Employment and Training, no proposals were made by Management. We are, therefore, maintaining the status quo and providing the revised salaries of all the grades.MINISTRY OF LABOUR, INDUSTRIAL RELATIONS, EMPLOYMENT AND TRAINING SALARY SCHEDULESalary Code Salary Scale and Grade02 000 106 Rs 122000 Permanent Secretary19 059 081 Rs 29400 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Psychologist (New Grade)08 058 074 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 45375 Senior Shorthand WriterPay Review 2016 ~732~

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingSalary Code Salary Scale and Grade08 051 070 Rs 23200 x 775 – 32500 x 925 – 37125 x 1225 – 39575 Shorthand Writer24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 016 043 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19200 Stores Attendant24 015 041 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18950 Handy Worker24 001 038 Rs 7800 x 200 – 8000 x 205 – 8820 x 230 – 10200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17375 General Worker18 092 094 LABOUR ADMINISTRATION AND INDUSTRIAL RELATIONS Rs 77175 x 2825 – 80000 x 3000 – 83000 Director, Labour and Industrial Relations18 075 090 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 72400 Deputy Director, Labour and Industrial Relations (New Grade)18 072 087 Rs 42325 x 1525 – 49950 x 1625 – 62950 x 1850 – 66650 Assistant Director, Labour and Industrial Relations18 066 080 Rs 35275 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 54825 Principal Labour and Industrial Relations Officer18 056 076 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 Senior Labour and Industrial Relations Officer ~733~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingSalary Code Salary Scale and Grade18 036 070 Rs 16725 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 35275 QB 36200 – 37125 x 1225 – 39575 Labour and Industrial Relations Officer OCCUPATIONAL SAFETY AND HEALTH18 092 094 Rs 77175 x 2825 – 80000 x 3000 – 83000 Director, Occupational Safety and Health18 077 091 Rs 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 74350 Deputy Director, Occupational Safety and Health (New Grade)18 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Chief Occupational Safety and Health Officer18 066 081 Rs 35275 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 53200 QB 54825 X 1625 – 56450 Divisional Occupational Safety and Health Officer18 056 078 Rs 27075 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 QB 49950 x 1625 – 51575 Principal Occupational Safety and Health Officer18 044 074 Rs 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 45375 Occupational Safety and Health Officer/Senior Occupational Safety and Health Officer26 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Head, Specialist Support Services26 059 085 Rs 29400 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Occupational Safety and Health Engineer/Senior Occupational Safety and Health EngineerPay Review 2016 ~734~

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingSalary Code Salary Scale and Grade NATIONAL REMUNERATION BOARD02 000 102 Rs 110000 Chairperson, National Remuneration Board02 085 095 Rs 62950 x 1850 – 68500 x 1950 – 74350 x 2825 – 80000 x 3000 – 86000 Vice-Chairperson, National Remuneration Board02 077 091 Rs 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 74350 Head Remuneration Analyst02 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Senior Remuneration Analyst02 054 081 Rs 25525 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Remuneration Analyst18 092 094 REGISTRY OF ASSOCIATIONS Rs 77175 x 2825 – 80000 x 3000 – 83000 Registrar of Associations18 072 087 Rs 42325 x 1525 – 49950 x 1625 – 62950 x 1850 – 66650 Deputy Registrar of Associations18 062 082 Rs 31725 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 58075 Principal Inspector of Associations (Personal)18 062 080 Rs 31725 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 54825 Principal Inspector of Associations18 052 073 Rs 23975 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 43850 Senior Inspector of Associations ~735~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingSalary Code Salary Scale and Grade18 036 070 Rs 16725 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 35275 QB 36200 – 37125 x 1225 – 39575 Inspector of Associations18 092 094 EMPLOYMENT DIVISION Rs 77175 x 2825 – 80000 x 3000 – 83000 Director, Employment Service02 059 085 Rs 29400 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Training Programme Coordinator (New Grade)18 068 083 Rs 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 59700 Deputy Director, Employment Service18 058 076 Rs 28625 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 48425 Chief Employment Officer18 044 071 Rs 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 37125 x 1225 – 40800 Senior Employment Officer18 030 064 Rs 14875 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 32500 x 925 – 33425 Employment Officer CAREER GUIDANCE SERVICE18 075 089 Rs 46900 x 1525 – 49950 x 1625 – 62950 x 1850 – 68500 x 1950 – 70450 Principal Careers Counsellor18 069 085 Rs 38350 x 1225 – 40800 x 1525 – 49950 x 1625 – 62950 Senior Careers CounsellorPay Review 2016 ~736~

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingSalary Code Salary Scale and Grade18 055 081 Rs 26300 x 775 – 32500 x 925 – 37125 x 1225 – 40800 x 1525 – 49950 x 1625 – 56450 Careers Counsellor24 022 051 Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 Driver24 018 044 Rs 11710 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 Security Guard24 016 043 Rs 11200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19200 Stores Attendant24 015 041 Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18950 Handy Worker24 001 038 Rs 7800 x 200 – 8000 x 205 – 8820 x 230 – 10200 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17375 General Worker ********** ~737~ Pay Review 2016

Civil Service Ministry of Labour, Industrial Relations, Employment and TrainingPay Review 2016 ~738~

Civil Service Workmen’s Group 39. WORKMEN’S GROUP39.1 Employees in the Workmen’s Group are categorised into two broad occupational classifications namely Workmen’s Group-General and Workmen’s Group-Tradesman based on the nature of task, the skills and competencies required. The Workmen’s Group-General comprises employees in grades as well as incumbents in corresponding supervisory grades who are generally engaged in or are directly associated with work of a routine nature, while the Workmen’s Group-Tradesman englobes employees in grades as well as incumbents in corresponding supervisory grades who are required to perform skilled job in a panoply of trades.39.2 The large number of grades under the Workmen’s Group and their wide dispersion across the public sector render it difficult to deal with the literatures of these grades under their respective Ministries/Departments. Consequently, with a view to avoiding the risk of omission and repetition, this Chapter deals with salient issues pertaining to this important group. Issues of general nature are dealt with in the first instance, followed by those which concern specific Ministries/Departments and thereafter those that cut across several organisations.WORKMEN’S GROUP–GENERAL39.3 The Workmen’s Group-General consists of some 175 grades and represents a sizeable proportion of the total labour force in the public sector. Certain grades are departmental ones while others cut across the various Ministries/Department. Employees in this group need to be literate but require little or no work experience as they normally perform elementary duties along with providing support to skilled workers and technicians with a view to enabling them to fulfill organisational objectives.39.4 In this Report, recommendations have been made in respect of the various grades in this group based on submissions from both Management and Staff Associations of different Ministries/Departments, our own findings and survey results.GENERAL RECOMMENDATIONSChange of Appellation39.5 The staff side representing the various grades in the Workmen’s Group-General have made representations to change the grade appellations in this group from “Attendant” to, among others, “Assistant” or “Support Assistant”. According to them the term “Attendant” is seen to be derisory. Union members were, during meetings at the Bureau, informed that the grade appellations and qualifications should reflect the nature of duties being performed and should not be in conflict with other grades across the public service and in several instances they were requested to provide alternate job appellations. ~739~ Pay Review 2016

Civil Service Workmen’s Group39.6 The Management side of various organisations have also been approached with a view to obtaining alternate job appellations that would be in conformity with the above. However, in almost all cases both Management and the staff side have not submitted a suitable alternate job appellation. In cases where alternate job appellations have been provided to the Bureau, indepth study has been carried out and wherever possible/relevant changes are being recommended.Laboratory Attendant Cadre39.7 The grades of Laboratory Attendant and Senior Laboratory Attendant, which have been restyled in the EOAC Report 2013 into departmental grades in certain organisations, exist in various Ministries/Departments across the Civil Service. Incumbents in the various grades have requested for the change of appellation from “Attendant” to “Assistant” or “Support Assistant” or “Technician”. During meetings with the various stakeholders, requests have been made to both the staff side and Management of organisations concerned for the submission of a more appropriate appellation that would not be in conflict with other grades in the public sector and that reflect the nature of duties to be performed by incumbents. The representatives of the staff side, have upon request of the Bureau, submitted that the appellation of “Attendant” be restyled to “Auxiliary”. We have studied the submissions and as the job appellation is within the parameters set by the Bureau, we are making appropriate recommendation.Recommendation 139.8 We recommend that the following grades be restyled as per the table below: Grade Restyled toAssay Laboratory Attendant Assay Laboratory AuxiliaryComputer Laboratory Attendant Computer Laboratory AuxiliaryForensic Laboratory Attendant Forensic Laboratory AuxiliaryLaboratory Attendant Laboratory AuxiliaryLaboratory Health Attendant Health Laboratory AuxiliaryLaboratory Attendant (Ex SPI) Laboratory Auxiliary (Ex SPI)(Personal)(Personal)Senior Computer Laboratory Attendant Senior Computer Laboratory AuxiliarySenior Health Laboratory Attendant Senior Health Laboratory AuxiliarySenior Forensic Laboratory Attendant Senior Forensic Laboratory AuxiliarySenior Laboratory Attendant Senior Laboratory AuxiliaryPay Review 2016 ~740~

Civil Service Workmen’s GroupAllowance for Collection and Deposit of Keys at Police Stations39.9 Incumbent in certain grades in the Workmen’s Group-General, who are required to walk or travel by bicycle over and above the home to office journey and back for the purpose of collecting and leaving keys at the Police Station, are presently paid a non- pensionable allowance on the basis of the distance covered. Representations have been received to extend the payment of the allowance to other employees in this group who are called upon to collect and leave keys at Police Stations. The moreso, Management of certain organisations have, during meetings at the Bureau, confirmed that the payment of this allowance has also been extended to General Workers who have been entrusted this task on an adhoc basis and have therefore requested for an appropriate recommendation in this respect. The Bureau has analysed the request and we are recommending accordingly.Recommendation 239.10 We recommend that incumbents in the Workmen’s Group-General who are called upon to collect and deposit keys at Police Stations be paid a monthly non-pensionable allowance of: (i) Rs 350 provided they have to cover, over and above the home to office journey and back, an aggregate of two to six kilometres daily; and (ii) Rs 500 for having to cover, over and above the home to office journey and back, an aggregate of more than six kilometres daily.Leading Hand Cadre39.11 The grades of Leading Hand and Senior Leading Hand have always existed as two distinct grade across the Civil Service prior to the EOAC Report 2013 which restyled the grades of Leading Hand and Senior Leading Hand on the establishment of the then Ministry of Local Government and Outer Islands only. In the context of this Report, several representations have been received from incumbents in the grades of Leading Hand and Senior Leading Hand for the merging/restyling of the two grades across the Civil Service. The views of appropriate Managements were sought by the Bureau and it was observed that all stakeholders concerned were favourable to the request given that there was no supervision by incumbents in the grade of Senior Leading Hand whilst in some organisations only the grade of Leading Hand exists. Following a thorough examination of Job Description Questionnaires submitted by incumbents posted in the various Ministries/Departments and an indepth study carried out, the Bureau considers that in a spirit of parity as well as to have a harmonised cadre across the Civil Service, the request may be favourably considered.Recommendation 339.12 We recommend that the grades of Leading Hand and Senior Leading Hand on the establishment of the various Ministries/Departments across the Civil Service be restyled Leading Hand/Senior Leading Hand. ~741~ Pay Review 2016